CMOM Exam Questions with Correct
Answers
Americans with disabilities act - Answer-This act was signed into law July 26, 1990. It
requires that an employee be made able to request accommodation according to the
law and for businesses to make reasonable accommodations in employment to avoid
discrimination against individuals with physical or mental disabilities.
Family medical leave act of 1993 - Answer-This act was signed into law July 26, 1990. It
requires that an employee be able to request accommodation according to the law and
for businesses to make reasonable accommodations to end employment to avoid
discrimination against individuals with physical or mental disabilities. The family medical
leave act affects employers with 50 or more employees in 20 or more work weeks in the
current or preceding calendar year. This legislation and titles eligible employees to take
12 weeks of unpaid job protected leave for specified family and medical reasons with no
loss of benefit for the following reasons: The birth, adoption or foster care placement of
a child to care for a child, spouse, or parent who has a serious health condition requiring
personal care a serious health condition that causes the employee to be unable to
perform the essential functions of the job to care for any qualifying exigency due to the
fact that his spouse child or parent is a military member on covered active duty or call to
cover active duty status. An eligible employee may also take up to 26 weeks of leave to
care for a covered service member with a Serious injury or illness, when the employee
is the spouse, child, parent, or next of Ken of the service member. In eligible employee
is one who works for a covered employer, has worked for the employer for at least 12
months, has at least 1250 hours of service for the employer during the 12 month period
immediately preceding believe and works at a location where the employer has at least
50 employees within 75 miles. The 12 months of employment do not have to be
consecutive.
Workers compensation law - Answer-The required information must be posted in a
place that is accessible and in full view of employees, the break room is an excellent
location. Include a checklist for handling an accident. Points to remember are:
requesting all information provided by your state workers compensation board, posting
the required information as directed, updating and keeping records of claims.
Personal telephone calls - Answer-The policy manual should include guidelines on cell
phone usage, including text messaging and the usage of cell phone cameras in an effort
not to violate patient privacy. Business telephones are there for the use of the patient.
Necessary calls should be allowed since employees will have family responsibilities that
require communication. A reminder that the practice is sensitive to potential abuses
maybe all that is required. Remember that outgoing calls can be controlled, but
incoming personal calls nearly always interrupt..
,Holidays - Answer-The policy on holiday should indicate which holidays will be observed
by the practice. Some businesses also have a floating holiday which can be taken
whenever the employee chooses. Holiday benefits, like most other benefits, should be
indicated for full-time employees only.
Civic responsibilities - Answer-Civic responsibilities include jury duty, voting, court
appearances, and similar obligations of the employee there should not be a need for
extra time off for voting in most communities, since Paul's usually open early and close
late. If the community is an exception, specific time off allowances need to be defined.
Misunderstandings will occur more frequently when employees are called to serve on a
jury panel. Since more time is involved, it may be necessary to make a statement about
any commitment made regarding pay continuance while the employee is out. The law
states that the employee must be given time off and this cannot be used as an excuse
to fire an employee.
Outside employment - Answer-While holding a second job does not have to be a
problem, if it injures the employees reputation or performance, then it affects the
practice. Ask for an open ended discussion before considering secondary employment.
Vacation - Answer-Vacation is the one area where you can appropriately reward length
of service. It is also a part of employee benefits, which is under the control of the
provider or organization. It may be appropriate to require employees to take vacation
when the provider is away. All employees should be required to take vacation. Make the
policy clear, fair, and easy to administer.
Compassionate leave - Answer-The practice should be on record as being sensitive to
the needs of employees wanna death occurs in the family. While the policy cannot be at
haired to rigidly under all circumstances, it will serve as a guideline to let employees
know that if circumstances create the need, they will be allowed time with their families.
This message tells employees that they are important, and the practice is sensitive to
their needs..
Personal days - Answer-What are the advantages of personal days for the practice,
employees will not call in sick with a headache or slight fever at the last minute since
they can plan time off. The system allows employees to take time off for minor illness,
family or personal affairs. This policy integrates with the sickleave policy. Take several
sick days and convert them to the policy known as personal days which allow their
employees to take them at their own discretion.
Sick leave - Answer-To properly cover all the points of sick leave policy, Consideration
must be made to the following: eligibility Dash when is the employee eligible for this
benefit? Amount of sick pay-what will be the basis for paid time off? Annual number of
days allowed - what is the definition of service? Annual number of days allowed - what
is the definition of service? Carryover days - how many days can be accumulated?
Exceptions - what happens when sick days occur on vacations or when totals are
, completely used, as in the case of a serious extended illness? Evidence of illness- is a
providers written excuse required to be eligible for sick pay? Convertibility - how can the
employee convert a new sick time in the cash?
Probation - Answer-An explanation must be given to each employee that a certain
number of days of employment after hiring as a probation period. The employee has the
opportunity to look you over and you have the same opportunity to observe
performance. Good potential employees are not frightened by the aspect of a
probationary period. Insecure employees might be concerned to think that all is not
guaranteed. At the end of the probationary period, a performance review should take
place. It is at this session that the employees future status is decided.
Grievance procedures - Answer-Sometimes the situation arises in which personnel
have grievances about their working environment. Rather than have employees create
their own method for handling grievances or keep them internalized or frustrations begin
to build, develop procedures which allow personnel and avenue to express concerns.
This will also allow management the opportunity to resolve problems before they reach
a crisis point. The grievance procedure should specify a time frame within which the
employee can expect a response at each step of the process for example step one
immediate supervisor response date five days from complaint step to office manager
response date 10 days from receipt.
Other benefits - Answer-It is appropriate to explain to employees all the benefits
provided the most common ones Found in medical practices tend to be: health benefits
- such as hospitalization plan, with or without major medical. Life insurance - a
reasonable amount, often found as an inclusion in the hospitalization policy. Disability
insurance - protect the employees and come in the event of extended illness. Other
benefits may include pension or profit sharing plans, allowances for uniform or
automobile, or allowances for continuing education programs. It is important to carefully
explain the nature of such benefits and eligibility requirements.
Summary dismissal - Answer-In the education of a new employee, it is important to
itemize those in fractions for which termination is an outcome. Included in the list might
be: violation of confidential information. Embezzlement of practice funds. Fraudulent
forgery of documents. Illegal use of controlled substances. Conviction of a felony.
Other policy statements - Answer-There's also necessary to include statements on the
following categories to avoid future misunderstandings: housekeeping, parking,
personal medical care by provider, medical and dental appointments, performance
review, salary review, leave of absence, discipline procedures and termination..
Summary - Answer-People are valuable assets to the practice they deserve attention,
respect and the comfort and reassurance of stable working environment ask potential
employees if they've ever been excluded by the inspector general they can't work
anywhere there federal monies are involved if they've been excluded by the inspector
general..
